This document provides information and resources for conducting a performance appraisal for a senior dental nurse. It includes sample performance appraisal forms, phrases to use in appraisals, and descriptions of various performance appraisal methods. The forms include sections to rate performance factors and overall performance, identify strengths and areas for improvement, set goals, and allow for employee and manager comments. The document also lists the top 12 performance appraisal methods, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback. It provides descriptions and considerations for each method.
This document provides information about various methods for evaluating the performance of a dentist assistant, including descriptions and examples. It discusses 12 common performance appraisal methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree feedback, and checklist and weighted checklist method. For each method, it provides details on how the method works, what it evaluates, advantages and disadvantages. The document aims to equip managers with understanding and tools to properly conduct performance reviews for dentist assistants.
This document discusses shade matching in fixed prosthodontics. It begins with an introduction to the importance of shade matching for esthetic restorations. It then covers topics related to light and color, including the visible light spectrum, color perception, and color measurement systems. The document discusses factors that affect shade matching like the type of light, hydration of the tooth, and observer variability. Methods of shade matching involving comparison tabs and dividing the tooth into regions are presented. Factors influencing accurate shade selection are also summarized.
Ceph tracing allows for quantitative analysis of dental and skeletal structures to describe morphology, diagnose deviations, plan treatment, and evaluate changes over time. Key aspects of cephalometric analysis include identification of anatomical landmarks, angular and linear measurements of cranial structures, maxilla, mandible, and dentition. Several common analyses were described, including Steiner, Downs, Tweed, Bjork, Jarabak, Ricketts, and McNamara analyses, each with their own sets of angular measurements and norms. Ceph tracing is useful for orthodontic diagnosis and treatment planning.
1) The document discusses different types of scissor bites (malocclusions where the maxillary teeth are positioned buccal to the mandibular teeth), including definitions, classifications, causes, and treatment options.
2) Scissor bites can be caused by factors like microglossia, abnormal tooth germ position, and skeletal Class II issues. Treatment depends on a patient's age and severity of the scissor bite, ranging from removable appliances to orthodontic devices to orthognathic surgery.
3) The document presents several case studies as examples. One case discusses using a bonded constriction quad-helix appliance to reduce the maxillary arch width in a growing patient with a bilateral scissor
The document discusses posteroanterior (PA) cephalograms, which provide an effective tool for evaluating craniofacial structures. Key information that can be assessed from PA cephalograms includes facial asymmetries, widths of dental arches, and cant of the occlusal plane. Landmarks are identified and traced on the radiograph to perform analyses. The Grummons analysis is a quantitative method using planes and volumes to assess asymmetries. Overall, PA cephalograms allow for detailed evaluation of the dentofacial and craniofacial structures in the transverse and vertical dimensions.
This document provides information about various methods for evaluating the performance of a dentist assistant, including descriptions and examples. It discusses 12 common performance appraisal methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree feedback, and checklist and weighted checklist method. For each method, it provides details on how the method works, what it evaluates, advantages and disadvantages. The document aims to equip managers with understanding and tools to properly conduct performance reviews for dentist assistants.
This document discusses shade matching in fixed prosthodontics. It begins with an introduction to the importance of shade matching for esthetic restorations. It then covers topics related to light and color, including the visible light spectrum, color perception, and color measurement systems. The document discusses factors that affect shade matching like the type of light, hydration of the tooth, and observer variability. Methods of shade matching involving comparison tabs and dividing the tooth into regions are presented. Factors influencing accurate shade selection are also summarized.
Ceph tracing allows for quantitative analysis of dental and skeletal structures to describe morphology, diagnose deviations, plan treatment, and evaluate changes over time. Key aspects of cephalometric analysis include identification of anatomical landmarks, angular and linear measurements of cranial structures, maxilla, mandible, and dentition. Several common analyses were described, including Steiner, Downs, Tweed, Bjork, Jarabak, Ricketts, and McNamara analyses, each with their own sets of angular measurements and norms. Ceph tracing is useful for orthodontic diagnosis and treatment planning.
1) The document discusses different types of scissor bites (malocclusions where the maxillary teeth are positioned buccal to the mandibular teeth), including definitions, classifications, causes, and treatment options.
2) Scissor bites can be caused by factors like microglossia, abnormal tooth germ position, and skeletal Class II issues. Treatment depends on a patient's age and severity of the scissor bite, ranging from removable appliances to orthodontic devices to orthognathic surgery.
3) The document presents several case studies as examples. One case discusses using a bonded constriction quad-helix appliance to reduce the maxillary arch width in a growing patient with a bilateral scissor
The document discusses posteroanterior (PA) cephalograms, which provide an effective tool for evaluating craniofacial structures. Key information that can be assessed from PA cephalograms includes facial asymmetries, widths of dental arches, and cant of the occlusal plane. Landmarks are identified and traced on the radiograph to perform analyses. The Grummons analysis is a quantitative method using planes and volumes to assess asymmetries. Overall, PA cephalograms allow for detailed evaluation of the dentofacial and craniofacial structures in the transverse and vertical dimensions.
This document summarizes impacted teeth, focusing on commonly impacted teeth like third molars, maxillary third molars, and maxillary cuspids. It discusses causes of impaction like genetic factors, localized obstructions, and systemic issues. Diagnosis involves history, examination, palpation, percussion, and various radiographic techniques. Management depends on the specific tooth and can include no treatment, interceptive extraction, surgical exposure with orthodontics, surgical removal, or transplantation. Prognosis is related to factors like position, angulation, overlap with adjacent teeth, and degree of displacement.
This document summarizes the component parts of removable partial dentures. It discusses the denture base, which is the part that rests on the oral tissues and supports artificial teeth. Common materials used for denture bases include acrylic resin and metallic alloys like cobalt-chrome. The ideal denture base material is accurately fitting, biologically compatible, strong yet lightweight. Acrylic resin bases are easier to repair but weaker, while metal bases are more rigid but difficult to reline. The document also covers denture base extensions and the relationship of the base to abutment teeth.
Management of developing Occlusion O.pptDentalYoutube
This document provides an overview of managing developing occlusion and space maintenance in the primary and mixed dentitions. It defines key terms like preventive orthodontics, interceptive orthodontics, and space maintenance. The document discusses the importance of the deciduous dentition and reasons for early intervention. It outlines indications and contraindications for space maintenance and management. Common space maintenance appliances are described for different clinical scenarios involving the loss of primary teeth, including crowns, bands and loops, lingual arches, and Nance appliances. The document also covers interceptive orthodontic treatment for issues like anterior and posterior crossbites, impacted teeth, diastemas, and missing teeth. Methods for regaining lost space like fixed
This document provides an overview of orthodontic appliances used to align teeth. It discusses fixed appliances like braces that are cemented to teeth as well as removable appliances. Specific fixed appliances mentioned include transpalatal arches, Nance holding arches, and lingual arches. Removable appliances include space maintainers and habit-breaking devices. Components of removable appliances include active components like screws and springs as well as retentive components like Adams clasps. Functional appliances aim to correct deep bites and overjets and include twin blocks and Bionators. Essix retainers are also discussed for their orthodontic applications.
This document provides information on the classification, standardization, and sterilization of endodontic instruments. It discusses the various types of instruments used in endodontics based on their function, including exploring instruments, debriding instruments, shaping instruments, and obturation instruments. The document then describes several popular rotary instrument systems used for root canal shaping, including LightSpeed, Profile, ProTaper, and others. It covers key design features of these systems such as tip design, taper, radial lands, rake angle, and helical angle.
This document outlines the 9 steps in cavity preparation for class I dental restorations:
1. Outlining the cavity and initial depth preparation.
2. Developing the primary resistance form to withstand forces.
3. Adding primary retention features like cavity convergence.
4. Adding convenience features for restoration placement.
5. Removing infected material and old restorations.
6. Applying pulp protection as needed.
7. Adding secondary resistance and retention features like bonding agents.
8. Finishing external walls for optimal margins.
9. Cleaning, inspecting, and sealing the preparation prior to restoration.
Dental management of the hemophilic patientVibhuti Kaul
1. The document discusses dental management considerations for patients with hemophilia. Proper evaluation including medical history and coagulation factor testing is important prior to invasive dental procedures.
2. Factor VIII replacement therapy is often required before surgery or other procedures to maintain adequate hemostasis. Local hemostatic measures and drugs like tranexamic acid and desmopressin may also be used.
3. Routine dental treatment can generally be provided for hemophiliacs with care taken to minimize trauma and control bleeding. Invasive procedures require maintaining sufficient coagulation factor levels.
COS definition, development and treatment in orthodontics. Deep overbite and reverse curve. Different ways to level the COS. intrusion, extrusion or both.
This document provides information and resources for conducting a performance appraisal for a radiology aide. It includes:
1. A sample radiology aide job performance evaluation form with sections for reviewing performance factors, strengths/accomplishments, areas for improvement, and signatures.
2. Examples of performance review phrases focused on attitudes, creativity, decision making, interpersonal skills, and problem solving that could be used in the evaluation.
3. An overview of the top 12 methods for conducting performance appraisals, including Management by Objectives, Critical Incident Method, Behaviorally Anchored Rating Scales, and 360 Degree Feedback.
This document contains information about performance evaluation forms and methods for evaluating an accounts payable assistant. It includes a sample performance evaluation form with rating scales for evaluating an employee's performance on factors such as administration, knowledge, communication, and customer service. It also provides examples of phrases to use in evaluations for areas like attitude, problem solving, and teamwork. Finally, it lists and describes the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback. The document aims to provide HR professionals with resources for comprehensively evaluating the performance of an accounts payable assistant.
This document discusses the importance and methods of creating a glide path in endodontic treatment. It defines the glide path as a smooth, patent passage from the canal orifice to the foramen. The glide path is important to prevent issues like ledge formation, blockages, and instrument separation when using rotary files. Methods of creating a glide path include using stainless steel hand files with different motions, reciprocating hand files, and dedicated rotary glide path files like PathFiles, X-PLORER, and G-Files. Creating an adequate glide path is essential for successful shaping and cleaning of the root canal system.
Extraoral periapical radiography is an alternative radiographic technique that can be used when intraoral radiography is not possible or difficult. It involves placing a film or sensor outside the mouth and directing the x-ray beam through the opposite side of the face. The technique requires an aiming device to ensure proper positioning and angulation. Case reports demonstrate it can provide diagnostic images for patients with limited mouth opening, pediatric patients, or when assessing third molars. While intraoral radiography remains the standard, extraoral radiography can be a useful supplement in certain clinical situations.
This document provides an overview of dental instruments. It begins with definitions and history, then covers classifications, nomenclature, parts, formulas for describing instruments, and uses of various instrument types like explorers, cutting instruments, restorative instruments. It discusses hand techniques like different grasps and use of finger rests. References are provided for further reading. In summary, the document presents essential information on the types, components, uses, and documentation of common dental instruments.
Panoramic radiography produces a single tomographic image of the facial structures including the maxilla, mandible, and supporting bones. It works by employing tomography with a slit beam x-ray that moves in an arc around the patient. This technique allows for broad anatomical coverage with less radiation than intraoral films, but with less detail and potential for superimposition. The image can be interpreted by examining landmarks of the maxilla, mandible, air spaces, and soft tissues visible on the radiograph.
Maxillary canine impaction is a common orthodontic problem that requires a multidisciplinary approach. Impacted canines can occur for localized reasons such as arch length discrepancies or systemic/genetic factors. Treatment involves surgical exposure followed by orthodontic alignment and may require prolonged retention. Factors such as canine position, available space, and patient age influence the specific treatment approach and prognosis.
This document provides information and resources for evaluating the performance of a dental patient coordinator, including:
1. A sample dental patient coordinator performance appraisal form with sections for performance review ratings, employee strengths and areas for improvement, and signatures.
2. Examples of performance review phrases for evaluating a dental patient coordinator's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
3. An overview of the top 12 methods for conducting a dental patient coordinator's performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
This document summarizes impacted teeth, focusing on commonly impacted teeth like third molars, maxillary third molars, and maxillary cuspids. It discusses causes of impaction like genetic factors, localized obstructions, and systemic issues. Diagnosis involves history, examination, palpation, percussion, and various radiographic techniques. Management depends on the specific tooth and can include no treatment, interceptive extraction, surgical exposure with orthodontics, surgical removal, or transplantation. Prognosis is related to factors like position, angulation, overlap with adjacent teeth, and degree of displacement.
This document summarizes the component parts of removable partial dentures. It discusses the denture base, which is the part that rests on the oral tissues and supports artificial teeth. Common materials used for denture bases include acrylic resin and metallic alloys like cobalt-chrome. The ideal denture base material is accurately fitting, biologically compatible, strong yet lightweight. Acrylic resin bases are easier to repair but weaker, while metal bases are more rigid but difficult to reline. The document also covers denture base extensions and the relationship of the base to abutment teeth.
Management of developing Occlusion O.pptDentalYoutube
This document provides an overview of managing developing occlusion and space maintenance in the primary and mixed dentitions. It defines key terms like preventive orthodontics, interceptive orthodontics, and space maintenance. The document discusses the importance of the deciduous dentition and reasons for early intervention. It outlines indications and contraindications for space maintenance and management. Common space maintenance appliances are described for different clinical scenarios involving the loss of primary teeth, including crowns, bands and loops, lingual arches, and Nance appliances. The document also covers interceptive orthodontic treatment for issues like anterior and posterior crossbites, impacted teeth, diastemas, and missing teeth. Methods for regaining lost space like fixed
This document provides an overview of orthodontic appliances used to align teeth. It discusses fixed appliances like braces that are cemented to teeth as well as removable appliances. Specific fixed appliances mentioned include transpalatal arches, Nance holding arches, and lingual arches. Removable appliances include space maintainers and habit-breaking devices. Components of removable appliances include active components like screws and springs as well as retentive components like Adams clasps. Functional appliances aim to correct deep bites and overjets and include twin blocks and Bionators. Essix retainers are also discussed for their orthodontic applications.
This document provides information on the classification, standardization, and sterilization of endodontic instruments. It discusses the various types of instruments used in endodontics based on their function, including exploring instruments, debriding instruments, shaping instruments, and obturation instruments. The document then describes several popular rotary instrument systems used for root canal shaping, including LightSpeed, Profile, ProTaper, and others. It covers key design features of these systems such as tip design, taper, radial lands, rake angle, and helical angle.
This document outlines the 9 steps in cavity preparation for class I dental restorations:
1. Outlining the cavity and initial depth preparation.
2. Developing the primary resistance form to withstand forces.
3. Adding primary retention features like cavity convergence.
4. Adding convenience features for restoration placement.
5. Removing infected material and old restorations.
6. Applying pulp protection as needed.
7. Adding secondary resistance and retention features like bonding agents.
8. Finishing external walls for optimal margins.
9. Cleaning, inspecting, and sealing the preparation prior to restoration.
Dental management of the hemophilic patientVibhuti Kaul
1. The document discusses dental management considerations for patients with hemophilia. Proper evaluation including medical history and coagulation factor testing is important prior to invasive dental procedures.
2. Factor VIII replacement therapy is often required before surgery or other procedures to maintain adequate hemostasis. Local hemostatic measures and drugs like tranexamic acid and desmopressin may also be used.
3. Routine dental treatment can generally be provided for hemophiliacs with care taken to minimize trauma and control bleeding. Invasive procedures require maintaining sufficient coagulation factor levels.
COS definition, development and treatment in orthodontics. Deep overbite and reverse curve. Different ways to level the COS. intrusion, extrusion or both.
This document provides information and resources for conducting a performance appraisal for a radiology aide. It includes:
1. A sample radiology aide job performance evaluation form with sections for reviewing performance factors, strengths/accomplishments, areas for improvement, and signatures.
2. Examples of performance review phrases focused on attitudes, creativity, decision making, interpersonal skills, and problem solving that could be used in the evaluation.
3. An overview of the top 12 methods for conducting performance appraisals, including Management by Objectives, Critical Incident Method, Behaviorally Anchored Rating Scales, and 360 Degree Feedback.
This document contains information about performance evaluation forms and methods for evaluating an accounts payable assistant. It includes a sample performance evaluation form with rating scales for evaluating an employee's performance on factors such as administration, knowledge, communication, and customer service. It also provides examples of phrases to use in evaluations for areas like attitude, problem solving, and teamwork. Finally, it lists and describes the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback. The document aims to provide HR professionals with resources for comprehensively evaluating the performance of an accounts payable assistant.
This document discusses the importance and methods of creating a glide path in endodontic treatment. It defines the glide path as a smooth, patent passage from the canal orifice to the foramen. The glide path is important to prevent issues like ledge formation, blockages, and instrument separation when using rotary files. Methods of creating a glide path include using stainless steel hand files with different motions, reciprocating hand files, and dedicated rotary glide path files like PathFiles, X-PLORER, and G-Files. Creating an adequate glide path is essential for successful shaping and cleaning of the root canal system.
Extraoral periapical radiography is an alternative radiographic technique that can be used when intraoral radiography is not possible or difficult. It involves placing a film or sensor outside the mouth and directing the x-ray beam through the opposite side of the face. The technique requires an aiming device to ensure proper positioning and angulation. Case reports demonstrate it can provide diagnostic images for patients with limited mouth opening, pediatric patients, or when assessing third molars. While intraoral radiography remains the standard, extraoral radiography can be a useful supplement in certain clinical situations.
This document provides an overview of dental instruments. It begins with definitions and history, then covers classifications, nomenclature, parts, formulas for describing instruments, and uses of various instrument types like explorers, cutting instruments, restorative instruments. It discusses hand techniques like different grasps and use of finger rests. References are provided for further reading. In summary, the document presents essential information on the types, components, uses, and documentation of common dental instruments.
Panoramic radiography produces a single tomographic image of the facial structures including the maxilla, mandible, and supporting bones. It works by employing tomography with a slit beam x-ray that moves in an arc around the patient. This technique allows for broad anatomical coverage with less radiation than intraoral films, but with less detail and potential for superimposition. The image can be interpreted by examining landmarks of the maxilla, mandible, air spaces, and soft tissues visible on the radiograph.
Maxillary canine impaction is a common orthodontic problem that requires a multidisciplinary approach. Impacted canines can occur for localized reasons such as arch length discrepancies or systemic/genetic factors. Treatment involves surgical exposure followed by orthodontic alignment and may require prolonged retention. Factors such as canine position, available space, and patient age influence the specific treatment approach and prognosis.
This document provides information and resources for evaluating the performance of a dental patient coordinator, including:
1. A sample dental patient coordinator performance appraisal form with sections for performance review ratings, employee strengths and areas for improvement, and signatures.
2. Examples of performance review phrases for evaluating a dental patient coordinator's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
3. An overview of the top 12 methods for conducting a dental patient coordinator's performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
This document contains materials for evaluating the performance of a chief nurse executive, including:
1) A job performance evaluation form with ratings and factors like administration, communication, decision-making, and customer service.
2) Examples of performance review phrases focused on attitude, creativity, and decision-making.
3) The evaluation consists of the employee's strengths, areas for improvement, and a plan for improved performance.
Signatures are required from the employee and evaluators to complete the review.
This document provides information and resources for evaluating the performance of certified nursing aides. It includes sample evaluation forms, performance factors to rate, and descriptions of common performance appraisal methods. The top part describes a job performance evaluation form that rates nursing aides on various performance factors and allows for comments. It then lists phrases to use in evaluating attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork. Finally, it outlines 12 popular performance appraisal methods, such as management by objectives, critical incident reviews, and 360-degree feedback. The goal is to help managers formally assess and provide feedback to improve nursing aide job performance.
This document provides information and resources for evaluating the performance of a dental hygiene coordinator. It includes a sample performance evaluation form with rating scales for evaluating an employee on various performance factors. It also gives examples of performance review phrases that could be used in assessments, both positive and negative. Finally, it outlines the top 12 methods for performance appraisal that could be used, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback. The goal is to provide tools and guidance for conducting a thorough and constructive performance review of a dental hygiene coordinator.
Intensive care nurse performance appraisaljeepjordan46
This document provides information and resources for evaluating the performance of an intensive care nurse, including:
1. Sample performance appraisal forms for intensive care nurses with rating scales and categories like knowledge, skills, teamwork, decision making.
2. Examples of performance review phrases that could be used in appraising an intensive care nurse's strengths, weaknesses, and overall performance.
3. An overview of the top 12 methods that can be used to evaluate an intensive care nurse's performance, such as management by objectives, critical incident reviews, behaviorally anchored rating scales, and 360 degree/multi-rater feedback.
Dental surgery assistant performance appraisalperezdavid646
This document provides information and resources for performing a dental surgery assistant's performance appraisal, including:
1. Links to free eBooks and forms for performance appraisal materials.
2. Sections of a sample performance evaluation form covering the assistant's performance review ratings, strengths, areas for improvement, and signatures.
3. Examples of performance review phrases for an assistant's attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
4. An overview of the top 12 methods for a dental surgery assistant's performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
This document contains materials for evaluating the job performance of a dentist hygienist, including:
- A multi-page performance appraisal form for rating a hygienist's performance, strengths/accomplishments, areas for improvement, and signatures.
- Links to additional online resources for performance appraisals, including sample forms, methods, and key performance indicators (KPIs).
- Sample phrases for evaluating a hygienist's attitude, creativity, decision-making, and other skills in a performance review.
Medical assistant instructor performance appraisalkenzphillip12
This document provides information and resources for evaluating the performance of a medical assistant instructor. It includes:
1. A sample job performance evaluation form with sections to rate instructors on administration, knowledge, communication, etc. using scales from "outstanding" to "unsatisfactory".
2. Examples of performance review phrases for evaluating an instructor's attitude, creativity, decision making, interpersonal skills, and problem solving.
3. An overview of the top 12 methods for performance appraisal, including management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
This document contains materials for evaluating the performance of a nursing clinical instructor, including:
1. A multi-page nursing clinical instructor performance evaluation form with ratings scales for evaluating an instructor's performance on various factors like administration, communication, teamwork, and customer service.
2. Examples of performance review phrases that could be used in the evaluation, including phrases about attitude, creativity, innovation, and decision-making.
3. A list of additional resources for performance evaluations like sample job descriptions, goals and objectives, and self-appraisal forms.
The evaluation form and phrases are meant to provide a structured way to assess a nursing clinical instructor's job performance and areas for improvement.
Lead medical assistant performance appraisaldiagonancyl
This document provides information and resources for evaluating the performance of a lead medical assistant, including:
1. A sample job performance evaluation form with sections for reviewing performance factors, employee strengths and areas for improvement, a performance review, and signatures.
2. Examples of performance review phrases for evaluating various skills and behaviors like attitude, creativity, decision-making, and teamwork.
3. An overview of the top 12 methods for conducting performance appraisals, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
Veterinary medical officer performance appraisalbethanygray705
Veterinary medical officer job description,Veterinary medical officer goals & objectives,Veterinary medical officer KPIs & KRAs,Veterinary medical officer self appraisal
Chief medical examiner job description,Chief medical examiner goals & objectives,Chief medical examiner KPIs & KRAs,Chief medical examiner self appraisal
This document provides information on various methods for evaluating the performance of water operators, including the Management by Objectives method, Critical Incident method, Behaviorally Anchored Rating Scales, Behavioral Observation Scales, 360 Degree Feedback method, Checklist and Weighted Checklist method. For each method, key features and advantages/disadvantages are described. The document aims to educate on different approaches that can be used to appraise a water operator's job performance.
This document provides information and resources for evaluating the performance of a tow truck operator. It includes sample evaluation forms, performance factors to rate, and descriptions of common performance appraisal methods. The forms include sections to rate performance factors like administration, communication, teamwork, and safety. Sample phrases are provided to describe strengths, areas for improvement, and an action plan. The document also summarizes 12 common performance appraisal methods, such as management by objectives, critical incident technique, behaviorally anchored rating scales, and 360 degree feedback.
This document contains materials for evaluating the performance of a systems operator, including:
1. A six-page systems operator performance evaluation form with ratings scales to assess performance factors, strengths, areas for improvement, and signatures.
2. Examples of performance review phrases to evaluate a systems operator's attitude, creativity/innovation, and decision-making.
3. Links to additional online resources on performance appraisals, including forms, methods, tips for self-appraisals, and examples of key performance indicators (KPIs).
The evaluation form and review phrases are intended to provide a structured approach to assessing a systems operator's job performance over a set time period.
This document provides information on performance appraisal methods for a sports photographer. It discusses 12 different methods: 1) Management by Objectives, 2) Critical Incident Method, 3) Behaviorally Anchored Rating Scales, 4) Behavioral Observation Scales, 5) 360 Degree Performance Appraisal, 6) Checklist and Weighted Checklist Method, and others. For each method, it provides a definition and overview, as well as advantages and disadvantages. The document aims to inform sports photographers on different approaches to evaluating job performance.
This document provides information and resources for evaluating the performance of an SMT machine operator. It includes sample performance evaluation forms, phrases to use in evaluations, and descriptions of various performance appraisal methods. The forms include sections to rate performance factors and overall performance, identify employee strengths and areas for improvement, set goals, and allow comments. Sample phrases address topics like attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork. The document also outlines 12 common performance appraisal methods, such as management by objectives, critical incident reviews, behaviorally anchored rating scales, and 360-degree/multi-rater feedback.
This document provides information and resources for evaluating the performance of a ski lift operator. It includes:
1. Links to free eBooks and forms for conducting ski lift operator performance appraisals.
2. A sample ski lift operator job performance evaluation form covering factors like administration, communication, decision making, and safety. Rating scales and space for comments are provided.
3. Examples of performance review phrases focused on skills relevant for ski lift operators, such as attitude, problem solving, teamwork, and interpersonal skills.
4. An overview of the top 12 methods for conducting performance appraisals, including management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
This document provides information and materials for evaluating the performance of a senior computer operator. It includes:
1. A job performance evaluation form with sections to rate performance factors, identify strengths/areas for improvement, set goals, and obtain signatures.
2. Examples of performance review phrases for evaluating various skills and behaviors.
3. An overview of the top 12 methods for performance appraisal, including Management by Objectives, Critical Incident Method, Behaviorally Anchored Rating Scales, and 360 Degree Feedback.
This document provides information and materials for evaluating the performance of a restorative nurse, including:
1. A job performance evaluation form with sections for reviewing performance factors, strengths, areas for improvement, performance ratings, and signatures.
2. Examples of performance review phrases focused on attitudes, creativity, decision-making, interpersonal skills, problem-solving, and teamwork.
3. An overview of the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360 degree feedback.
This document provides information on performance appraisal methods for quality assurance nurses. It outlines 12 common methods: 1) Management by Objectives, 2) Critical Incident Method, 3) Behaviorally Anchored Rating Scales, 4) Behavioral Observation Scales, 5) 360 Degree Feedback, 6) Checklist Method, 7) Weighted Checklist Method, 8) Graphic Rating Scale, 9) Forced Distribution Method, 10) Paired Comparison Method, 11) Essay Method, and 12) Field Review Method. For each method, it describes the process, provides examples of implementation, and notes advantages and disadvantages. The document aims to inform QA nurses and their managers on different approaches to structured performance evaluations.
This document contains materials for evaluating the performance of a pharmacist manager, including:
1) A job performance evaluation form with ratings and factors like administration, communication, decision-making, and customer service to evaluate performance.
2) Examples of phrases to use in evaluating a manager's attitude, creativity, and decision-making skills.
3) The form and phrases are intended to provide a structured way to review a pharmacist manager's job performance and identify strengths and areas for improvement.
This document contains materials for evaluating the performance of a production pharmacist, including:
1) A job performance evaluation form with ratings and factors like administration, communication, decision-making, and customer service to evaluate the pharmacist.
2) Examples of performance review phrases focused on attitude, creativity, and decision-making to include in the evaluation.
3) The evaluation is meant to appraise the pharmacist's work, discuss strengths and areas for improvement, and create a plan to improve performance.
This document contains materials for evaluating the job performance of a pool operator, including:
1) A six-page performance evaluation form with sections to rate the employee on various performance factors and behaviors, comment on strengths/improvements, set goals, and obtain signatures.
2) Examples of performance review phrases to evaluate the pool operator's attitude, creativity/innovation, and decision-making skills.
3) The evaluation is meant to appraise the pool operator's administration, knowledge, communication, teamwork, problem-solving, expense management, customer service, appearance, dependability, safety, and timeliness among other criteria.
This document provides information and resources for evaluating the performance of a parish nurse, including:
1. A sample parish nurse performance evaluation form with ratings, factors, and sections for comments.
2. Examples of performance review phrases for evaluating a parish nurse's attitude, creativity, decision-making, interpersonal skills, and problem-solving abilities.
3. An overview of the top 12 methods for conducting a parish nurse's performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, and 360 degree feedback.
This document contains materials for evaluating the performance of a nuclear pharmacist, including:
1) A multi-page nuclear pharmacist performance evaluation form with ratings scales and categories to assess various job duties and skills.
2) Links to additional online resources on performance appraisals, including sample phrases, forms, and tips for writing self-appraisals.
3) Sections to document the nuclear pharmacist's strengths, areas for improvement, and development goals.
The evaluation form provides a comprehensive, structured approach to reviewing a nuclear pharmacist's work quality, productivity, skills, and overall job performance.
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Tastemy Pandit
Know what your zodiac sign says about your taste in food! Explore how the 12 zodiac signs influence your culinary preferences with insights from MyPandit. Dive into astrology and flavors!
How to Implement a Real Estate CRM SoftwareSalesTown
To implement a CRM for real estate, set clear goals, choose a CRM with key real estate features, and customize it to your needs. Migrate your data, train your team, and use automation to save time. Monitor performance, ensure data security, and use the CRM to enhance marketing. Regularly check its effectiveness to improve your business.
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
HOW TO START UP A COMPANY A STEP-BY-STEP GUIDE.pdf46adnanshahzad
How to Start Up a Company: A Step-by-Step Guide Starting a company is an exciting adventure that combines creativity, strategy, and hard work. It can seem overwhelming at first, but with the right guidance, anyone can transform a great idea into a successful business. Let's dive into how to start up a company, from the initial spark of an idea to securing funding and launching your startup.
Introduction
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3. I. Senior dental nurse performance form
Name:
Evaluation Period:
Title: Date:
PERFORMANCE PLANNING AND RESULTS
Performance Review
• Use a current job description (job descriptions are available on the HR web page).
• Rate the person's level of performance, using the definitions below.
• Review with employee each performance factor used to evaluate his/her work performance.
• Give an overall rating in the space provided, using the definitions below as a guide.
Performance Rating Definitions
The following ratings must be used to ensure commonality of language and consistency on
overall ratings: (There should be supporting comments to justify ratings of “Outstanding” “Below Expectations,
and “Unsatisfactory”)
Outstanding Performance is consistently superior
Exceeds Expectations Performance is routinely above job requirements
Meets Expectations Performance is regularly competent and dependable
Below Expectations Performance fails to meet job requirements on a frequent basis
Unsatisfactory Performance is consistently unacceptable
A. PERFORMANCE FACTORS (use job description as basis of this evaluation).
Outstanding
Job Performance Evaluation Form
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4. Administration - Measures effectiveness in planning,
organizing and efficiently handling activities and eliminating
unnecessary activities
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Knowledge of Work - Consider employee's skill level,
knowledge and understanding of all phases of the job and
those requiring improved skills and/or experience.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Communication - Measures effectiveness in listening to
others, expressing ideas, both orally and in writing and
providing relevant and timely information to management,
co-workers, subordinates and customers.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Teamwork - Measures how well this individual gets along
with fellow employees, respects the rights of other
employees and shows a cooperative spirit.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Decision Making/Problem Solving - Measures
effectiveness in understanding problems and making timely,
practical decisions.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Expense Management - Measures effectiveness in
establishing appropriate reporting and control procedures;
operating efficiently at lowest cost; staying within
established budgets.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Human Resource Management - Measures effectiveness in
selecting qualified people; evaluating subordinates'
performance; strengths and development needs; providing
constructive feedback, and taking appropriate and timely
action with marginal or unsatisfactory performers. Also
considers efforts to further the university goal of equal
employment opportunity.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Independent Action - Measures effectiveness in time
management; initiative and independent action within
prescribed limits.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Outstanding
Job Performance Evaluation Form
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5. Job Knowledge - Measures effectiveness in keeping
knowledgeable of methods, techniques and skills required
in own job and related functions; remaining current on new
developments affecting SPSU and its work activities.
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Leadership - Measures effectiveness in accomplishing
work assignments through subordinates; establishing
challenging goals; delegating and coordinating effectively;
promoting innovation and team effort.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Managing Change and Improvement - Measures
effectiveness in initiating changes, adapting to necessary
changes from old methods when they are no longer
practical, identifying new methods and generating
improvement in facility's performance.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Customer Responsiveness - Measures responsiveness and
courtesy in dealing with internal staff, external customers
and vendors; employee projects a courteous manner.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Personal Appearance - Measures neatness and personal
hygiene appropriate to position.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Dependability - Measures how well employee complies
with instructions and performs under unusual
circumstances; consider record of attendance and
punctuality.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Safety - Measures individual's work habits and attitudes as
they apply to working safely. Consider their contribution to
accident prevention, safety awareness, ability to care for
SPSU property and keep workspace safe and tidy.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Employee's Responsiveness - Measures responsiveness in
completing job tasks in a timely manner.
Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
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6. B. EMPLOYEE STRENGTHS AND ACCOMPLISHMENTS: Include those which are relevant
during this evaluation period. This should be related to performance or behavioral
aspects you appreciated in their performance.
C. PERFORMANCE AREAS WHICH NEED IMPROVEMENT:
D. PLAN OF ACTION TOWARD IMPROVED PERFORMANCE:
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7. E. EMPLOYEE COMMENTS:
F. JOB DESCRIPTION REVIEW SECTION: (Please check the appropriate box.)
Employee job description has been reviewed during this evaluation and no changes
have been made to the job description at this time.
Employee job description has been reviewed during this evaluation and modifications
have been proposed to the job description. The modified job description is attached to
this evaluation.
G. SIGNATURES:
Employee Date
(Signature does not necessarily denote agreement with official review and means only that the employee was
given the opportunity to discuss the official review with the supervisor.)
Evaluated by Date
Reviewed by Date
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8. II. Senior dental nurse performance phrases
1.Attitude Performance Review Examples – senior dental nurse
Positive review
• Holly has one of those attitudes that is always positive. She frequently has a smile on her
face and you can tell she enjoys her job.
• Greg is a cheerful guy who always makes you feel delighted when you’re around him.
We are fortunate to have Greg on our team.
• Thom has an even demeanor through good times and bad. His constant cheer helps others
keep their “enthusiasm” – both positive and negative – in check.
Negative review
• Jim frequently gives off “an air” of superiority to his coworkers. He is not approachable
and is rough to work with.
• Bill has a dreadful outlook at times which has a tendency to bring down the entire team.
• For the most part, Lenny is a personable guy, but when he gets upset, his attitude turns
shocking. Lenny needs to balance his personality out and not react so much to negative
events.
2.Creativity and Innovation Performance Review Phrases for senior dental nurse
Positive review
• Sally has a creative touch in a sometimes monotonous role within our team – the way she
adds inspiration to the day to day tasks she performs is admirable.
• When a major problem arises, we frequently turn to Jon for his creativity in solving
problems. The way he can look at an issue from different sides is a great resource to our
team.
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9. • Whenever we need a fresh look at a problem, we know we can turn to Julia for a novel
perspective.
Negative review
• Paul’s team feels discouraged as he often “shoots down” creative ideas without any
explanation. Paul should be more willing to listen to ideas before he rejects them outright.
• Jean does not tap into the creative side of her team and consistently overlooks the
innovate employees reporting to her.
• Kevin has a difficult time thinking “outside of the box” and creating new and untested
solutions.
3.Performance review phrases for decision making – senior dental nurse
Positive performance review phrases for decision making
A person with good decision-making skills should be a person:
• Be able to make sound fact-based judgments;
• Be able to work out multiple alternative solutions and determined the most suitable one;
• Be objective in considering a fact or situation;
• Be firm to not let the individual emotion and feeling affect on the made decision;
Negative performance review phrases for decision making
• Be hesitant in making decision and too much cautious in making the final decision which often
results in wrong decision;
• Apply complex and impractical approaches in solving problems;
• Fail to make a short-list of solutions recommended by direct units;
• Be paralyzed and confused when facing tight deadlines to make decisions;
4.Interpersonal Skills Performance Review Phrases – senior dental nurse
Positive review
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10. • Ben has a natural rapport with people and does very well at communicating with others.
• Sally has a knack for making people feel important when she speaks with them. This
translates into great opportunities for teamwork and connections to form.
• Jack makes people feel at home with him. His natural ability to work with people is a
great asset to our team.
Negative review
• Tim does not understand how crucial good working relationships with fellow team
members are.
• John has an excellent impression among the management team, yet his fellow team
members cannot stand working with him.
• Paula seems to shrink when she’s around others and does not cultivate good relations
with her co-workers.
5.Problem Solving Skills Employee Evaluation Examples – senior dental nurse
Positive review
• Greg’s investigative skills has provided a key resource for a team focused on solving
glitches. His ability to quickly assess a problem and identify potential solutions is key to
his excellent performance.
• Frank examines a problem and quickly identifies potential solutions – and then makes a
recommendation as to what solution to pursue.
• Rachel understands the testing process and how to discover a solution to a particular
problem.
Negative review
• Joan is poor at communicating problem status before it becomes a crisis.
• Bill can offer up potential solutions to a problem, but struggles to identify the best
solution.
• Unraveling a problem to discuss the core issues is a skill Janet lacks.
• Peter resists further training in problem solving, believing he is proficient, yet lacking in
many areas.
• In his technical role, we turn to James often to solve problems. He seems slow and
indecisive when presented with a major issue.
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11. 6.Teamwork Skills Performance Appraisal Phrases – senior dental nurse
Positive review
• Harry manages his relationships with his coworkers, managers, and employees in a
professional manner.
• Tom contributes to the success of the team on a regular basis.
• Ben isn’t concerned about who gets the credit, just that the task gets accomplished.
• Mary is a team player and understands how to help others in times of need.
• Peter is the consummate team player.
Negative review
• Bill does not assist his teammates as required.
• Ryan holds on to too much and does not delegate to his team effectively.
• Bryan focuses on getting his own work accomplished, but does not take the time to help
those members of his team who are struggling to keep up.
• Peter was very good at teamwork when he was just a member of the team, now that he is
in a supervisory role, Peter has lost much of those teamwork skills.
• Lyle works with the team well when his own projects are coming due and he needs help,
but once those are accomplished, he does not frequently help others on their projects.
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12. III.Top 12 methods for senior dental nurse performance appraisal:
1.Management by Objectives (MBO) Method
This is one of the best methods for the judgment of an employee's performance, where the
managers and employees set a particular objective for employees and evaluate their performance
periodically. After the goal is achieved, the employees are also rewarded according to the results.
This performance appraisal method of management by objectives depends on accomplishing the
goal rather than how it is accomplished.
-----------------------------
MBO Features
MBO emphasizes participatively set goals that are tangible, verifiable and measurable.
MBO focuses attention on what must be accomplished (goals) rather than how it is to be
accomplished (methods).
MBO, by concentrating on key result areas translates the abstract philosophy of
management into concrete phraseology. The technique can be put to general use (non-
specialist technique). Further it is “a dynamic system which seeks to integrate the company's
need to clarify and achieve its profit and growth targets with the manager's need to contribute
and develop himself”.
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13. MBO is a systematic and rational technique that allows management to attain maximum
results from available resources by focusing on achievable goals. It allows the subordinate
plenty of room to make creative decisions on his own.
-----------------------------
2.Critical Incident Method
In this method, the manager writes down the positive and negative behavioral performance of the
employees. This is done throughout the performance period and the final report is submitted as
the assessment of the employees. This method helps employees in managing their performance
and improves the quality of their work.
-----------------------------
Disadvantages of critical Incident
This method suffers however from the following limitations:
• Critical incidents technique of evaluation is applied to evaluate the performance of superiors
rather than of peers of subordinates.
• Negative incidents may be more noticeable than positive incidents.
• It results in very close supervision which may not be liked by the employee.
• The recording of incidents may be a chore for the manager concerned, who may be too busy or
forget to do it.
• The supervisors have a tendency to unload a series of complaints about incidents during an
annual performance review session.
-----------------------------
3.Behaviorally Anchored Rating Scales (BARS)
The BARS method is used to describe a rating of the employee's performance which focuses on
the specific behavior as indicators of effective and ineffective performance. This method is
usually a combination of two other methods namely, the rating scale and critical incident
technique of employee evaluation.
-----------------------------
Rating scales for BARs
Each behavior can rate at one of 7 scales as follows (you can set scales depend on your
requirements)
• Extremely poor (1 points)
• Poor (2 points)
• Below average (3 points)
• Average (4 points)
• Above average (5 points)
• Good (6 points)
• Extremely good (7 points)
-----------------------------
4.Behavioral Observation Scales (BOS)
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14. It is defined as the frequency rating of critical incidents which the employee has performed over
a specific duration in the organization. It was developed because methods like graphic rating
scales and behaviorally anchored rating scales (BARS) depend on vague judgments made by the
supervisors about employees.
-----------------------------
5.360 Degree Performance Appraisal Method
The definition of this performance evaluation method is that, it is a system or process wherein
the employees receive some performance feedback examples, which are anonymous and
confidential from co-workers. This process is conducted by managers and subordinates who,
through 360 degrees, measure certain factors about the employees. These are behavior and
competence, skills such as listening, planning and goal-setting, teamwork, character, and
leadership effectiveness.
-----------------------------
Advantages of 360 degree appraisal
• Offer a more comprehensive view towards the performance of employees.
• Improve credibility of performance appraisal.
• Such colleague’s feedback will help strengthen self-development.
• Increases responsibilities of employees to their customers.
• The mix of ideas can give a more accurate assessment.
• Opinions gathered from lots of staff are sure to be more persuasive.
• Not only manager should make assessments on its staff performance but other colleagues
should do, too.
• People who undervalue themselves are often motivated by feedback from others.
• If more staff takes part in the process of performance appraisal, the organizational culture of the
company will become more honest.
-----------------------------
6.Checklist and Weighted Checklist Method
The checklist method comprises a list of set objectives and statements about the employee's
behavior. For example, leadership skills, on-time delivery, innovation, etc. If the appraiser
believes that the employee possesses the trait mentioned in the checklist, he puts a tick in front of
it. If he thinks the employee doesn't have a particular trait he will leave it blank and mentions
about it in the improvement column. Weighted checklist is a variation of the checklist method
where a value is allotted to each question. The value of each question can differ based on its
importance. The total score from the checklist is taken into consideration for evaluating the
employee's performance. It poses a strong threat of bias on the appraiser's end. Though this
method is highly time-consuming and complex, it is widely used for performance evaluation.
-----------------------------
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15. Advantages and disadvantages of weighted checklist
• This method help the manager in evaluation of the performance of the employee.
• The rater may be biased in distinguishing the positive and negative questions. He may assign
biased weights to the questions.
• This method also is expensive and time consuming.
• It becomes difficult for the manager to assemble, analyze and weigh a number of statements
about the employee’s characteristics, contributions and behaviors.
-----------------------------
7.Graphic Rating Scale Method
Graphic rating scale is one of the most frequently used performance evaluation methods. A
simple printed form enlists the traits of the employees required for completing the task
efficiently. They are then rated based on the degree to which an employee represents a particular
trait that affects the quantity and quality of work. A rating scale is adopted and implemented for
judging each trait of the employee. The merit of using this method is that it is easy to calculate
the rating. However, a major drawback of this method is that each characteristic is given equal
weight and the evaluation may be subjective.
-----------------------------
Advantages and Disadvantage of the rating scales
Advantages of the rating scales
• Graphic rating scales are less time consuming to develop.
• They also allow for quantitative comparison.
Disadvantages of the rating scales
• Different supervisors will use the same graphic scales in slightly different ways.
• One way to get around the ambiguity inherent in graphic rating scales is to use behavior based
scales, in which specific work related behaviors are assessed.
• More validity comparing workers ratings from a single supervisor than comparing two workers
who were rated by different supervisors.
-----------------------------
8.Comparative Evaluation Method
Two ways are used to make a comparative evaluation, namely, the simple ranking method and
the paired comparison method. In the simple or straight ranking method the employee is rated by
the evaluator on a scale of best to worst. However, the evaluator may be biased and may not
judge the overall performance effectively in the absence of fixed criteria. This kind of evaluation
may be more opinion-based than fact-based.
Under the paired comparison method, the overall performance of one individual is directly
compared with that of the other on the basis of a common criterion. This comparison is all
evasive and not job-specific. While some employees emerge as clear front runners, there are
others who seem to be lagging behind. This is not a popular evaluation system as employers do
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16. not want to encourage discrimination. This is useful in companies which have a limited number
of promotions or funds.
-----------------------------
Steps to conduct paired comparison analysis
• List the options you will compare (elements as A, B, C, D, E for example).
• Create a table 6 rows and 7 column.
• Write down option to column and row; A to row second, cell first from left and A to row first,
cell second from left; B to row third, cell first from left and B to row first, cell third from left etc;
column seventh is total point.
• Identify importance from 0 (no difference) to 3 (major difference).
• Compare element “A” to B, C, D, E and place “point” at each cell.
• Finally, consolidate the results by adding up the total of all the values for each of the options.
You may want to convert these values into a percentage of the total score.
-----------------------------
9.Forced Choice Method
In this method, the appraiser is asked to choose from two pairing statements which may appear
equally positive and negative. However, the statements dictate the performance of the employee.
An excellent example of this can be "works harder" and "works smarter". The appraiser selects a
statement without having knowledge of the favorable or the unfavorable one. This method works
in companies where the appraiser shows a tendency to under-evaluate or over-evaluate the
employees. Also, it is very costly to implement and does not serve the purpose of developing the
employees. It can also frustrate the appraiser as he does not know which is the right option.
-----------------------------
10.Forced Distribution Method
In this method, the appraiser rates employees according to a specific distribution. For example,
out of a set of 5 employees, 2 will get evaluated as high, 2 will get evaluated as average while 1
will be in the low category. This method has several benefits as it tries to eliminate the leniency
and central tendency of the appraiser. However, its biggest drawback is the fact that it
encourages discrimination among the employees. Another major problem with this method is
that it dictates that there will be forced distribution of grades even when all the employees are
doing a good job.
-----------------------------
Advantages and disadvantages of forced Ranking
Advantages:
• They force reluctant managers to make difficult decisions and identify the most and least
talented members of the work group.
• They create and sustain a high performance culture in which the workforce continuously
improves.
Disadvantages
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17. • They increase unhealthy cut-throat competitiveness;
• They discourage collaboration and teamwork;
• They harm morale;
• They are legally suspect giving rise to age discrimination cases.
-----------------------------
11.Essay Evaluation Method
In the essay method of evaluation the appraiser writes an elaborate statement about the employee
who is being evaluated. He mentions the employee's strengths and weaknesses. He also suggests
ways to improve his performance and appreciates the good qualities. This essay can be prepared
by the appraiser alone or together with the employee. As the criteria for evaluation is not defined,
it helps the appraiser to focus on the areas that actually need improvement. This open-ended
method accords flexibility and eliminates rigidity which is observed in criteria-driven
evaluations. However, it is a highly time-consuming and subjective method, and may not
necessarily work for the benefit of the organization.
-----------------------------
Essay evaluation is a non-quantitative technique
This method is advantageous in at least one sense, i.e., the essay provides a good deal of
information about the employee and also reveals more about the evaluator. The essay evaluation
method however, suffers from the following limitations:
It is highly subjective; the supervisor may write a biased essay. The employees who are
sycophants will be evaluated more favorably then other employees.
Some evaluators may be poor in writing essays on employee performance. Others may be
superficial in explanation and use flowery language which may not reflect the actual
performance of the employee. It is very difficult to find effective writers nowadays.
The appraiser is required to find time to prepare the essay. A busy appraiser may write
the essay hurriedly without properly assessing the actual performance of the worker. On the
other hand, appraiser takes a long time, this becomes uneconomical from the view point of the
firm, because the time of the evaluator (supervisor) is costly.
12.Performance Test and Observation Method
This method deals with testing the knowledge or skills of the employees. It can be implemented
in the form of a written test or can be based on the actual presentation of skills. The test must be
conceived by the human resources department and conducted by a reliable evaluator who has in-
depth knowledge about the field of the test. There can be bias if the performance is evaluated on
the presentation of skills. However, a written test can be a reliable yardstick to measure the
knowledge. Tests will also enable the management to check the potential of employees.
However, if the human resources department decides to outsource the compilation of the test, it
may incur additional cost for the organization.
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18. Fields/positions related to performance appraisal:
The above performance appraisal can be used for fields as:
construction, manufacturing, healthcare, non profit, advertising, agile, architecture, automotive,
agency, budget, building, business development, consulting, communication, clinical research,
design, software development, product development, interior design, web development,
engineering, education, events, electrical, exhibition, energy, ngo, finance, fashion, green card,
oil gas, hospital, it, marketing, media, mining, nhs, non technical, oil and gas, offshore,
pharmaceutical, real estate, retail, research, human resources, telecommunications, technology,
technical, senior, digital, software, web, clinical, hr, infrastructure, business, erp, creative, ict,
hvac, sales, quality management, uk, implementation, network, operations, architectural,
environmental, crm, website, interactive, security, supply chain, logistics, training, project
management, administrative management…
The above performance appraisal also can be used for job title levels:
entry level, junior, senior, assistant, associate, administrator, clerk, coordinator, consultant,
controller, director, engineer, executive, leader, manager, officer, specialist, supervisor, VP…
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